Focus on job satisfaction

Being a responsible employer demands an ambitious human resources policy. 

APRR supports and incentivises employees at each stage of their career, through employment, training, risk prevention, social dialogue and employee shareholding initiatives.  

The safety of its customers and employees is a constant priority for the Group. As a result of this focus on risk prevention, APRR is the motorway operator with the lowest employee accident rate.

Committed to people

Of the 10 sustainable development commitments in the multi-year action plan adopted in 2005, two directly concern APRR employees:
  • Encourage individual and collective development among Group employees, promote diversity and consolidate good relations between employees.
  • Continue to promote professionalism and a preventive approach to work situations, in order to instil and sustain a clear safety culture.

Do whatever it takes to ensure employee safety

Safety at work and achieving the "zero-accident" target are APRR’s top priorities. The Group has been operating an all-round safety strategy for several years. 
As well as seeking solutions to improve equipment, facilities and procedures, APRR takes action in several areas to enhance employee safety:
  • Regular safety-related vocational training and awareness-raising courses are run at the in-house training centre in Bourg-en-Bresse.
  • Rigorous operating procedures familiar to employees
  • Risk prevention inspections by managers, backed by operational audits
  • Active communication policy on risks and related employee- and customer-facing initiatives.

Constant focus on diversity and equality

APRR operates a pro-active policy on employee diversity and equal opportunities. This dynamic, all-round approach helps to fight all forms of discrimination in accordance with legal requirements and promotes appropriate consideration for differences. Policy aim: ensure equal opportunities for employees throughout their working lives. 
APRR has translated this vision into a series of practical measures. Dedicated management organisations have been put in place, including a "Diversity Committee" supported by a network of HR correspondents, managers and ambassadors. This approach is being implemented in tandem with trade unions and employers’ organisations, which have been informed of its aims and are helping to uphold it in the field.  

The Group’s policy can also be translated into figures. In the area of recruitment, the male/female ratio is improving: for the past three years, considering all advertised jobs with the Group, 1 in 5 applicants have been women. At the hiring stage, 2 in 5 people recruited are female. 
Between 2012 and 2014, the number of registered workers with disabilities (RQTH) increased from 117 to 148 (i.e. from 3.08% to 4.03% of the workforce).

Encouraging career development

APRR has developed a forward-looking jobs and skills management strategy. This approach aims to better reflect social aspects - in terms of employment and personal development - in the company’s overall strategy.

The Group is committed to helping young workers. APRR helps younger workers enter the world of work by providing apprenticeships and vocational skills programmes. It also conducts initiatives to encourage graduate recruitment.

In an effort to counter the difficulties experienced by employees with disabilities, the Group has developed a pro-active, long-term policy to facilitate recruitment, improve working conditions and help workers remain in employment and build careers. 

APRR also introduces measures to help older workers keep their jobs. An in-house tutoring and training policy helps employees over 45 to pass on their skills and knowledge to coworkers.

Lastly, APRR operates an ambitious employee share ownership policy that enables all employees to acquire shares in the Group.

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